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SBPEA, MANAGEMENT/CONFIDENTIAL DRAFT ARTICLE III, FRINGE BENEFITS Section 7, Tuition Reimbursement and Education Incentive Employees may be reimbursed up to $2500 per calendar year, per employee for 100% of tuition and textbook costs. Such expenditure must enhance the furtherance of City or continuing educational goals. Requests for such reimbursement must be submitted after successfully completion of the course(s) and must be approved by the Department Head and Personnel Officer. The practice of offering a pre -payment option of tuition reimbursement shall be eliminated effective May 20, 1997. Employee -initiated educational or area development shall not be considered as time actually worked for purposes of computing overtime and normally shall not occur during regular work hours. Section 10, Internal Parity delete existing language and replace with: 1. Cost of Living Adjustments. The members of this bargaining unit shall receive the same across-the-board cost of living adjustment (COLA) given to any other bargaining unit in the City of Colton. 2. Salary Surveys. The salaries for members of this bargaining unit shall be set at the average of the cities surveyed for any compensation survey conducted, or higher if any other bargaining unit has salaries for their members set at higher than the average of cities surveyed. ARTICLE IV, LEAVES Section 2, Vacation add new last paragraph to subsection A: 1. Effective May 20, 1997 all employees must adhere to maximum accumulations set forth above. For employees who exceed maximum accumulation, they shall adhere to the following schedule: a. If an employee exceeds maximum by ]less than 100 hours, be in compliance by December 31, 1997. b. if an employee exceeds maximum by more than 100 hours but less than 150 hours, be in compliance by June 30, 1998. c. if any employee exceeds maximum by more than 150 hours, be in compliance by December 31, 1998. SBPEA, M/C FINAL LANG.doc 3